Tag: Joshua Waldman (page 1 of 2)

Using Your LinkedIn Profile to Change Careers

The following guest post is from Joshua WaldmanJoshua Waldman, author of JOB SEARCHING WITH SOCIAL MEDIA FOR DUMMIES. Joshua is the founder of Career Enlightenment which offers professional LinkedIn profile writing services and career advice for the modern job seeker.

man jumping

LinkedIn is the place to search for a job and change careers. But, when and where do you tell people you’re looking for a job, or changing careers, using your LinkedIn profile?

Read this LinkedIn headline and tell me what you think:

Creative problem solver with a committed heart currently seeking a position with a company where I can make a difference!

Personally, I probably wouldn’t click that profile.

Often, people struggle with knowing where on their profile to tell the world they are “seeking a position.”

If you are an active career changer, I’m sure you’ve thought about it too. If you do it wrong, you will not only scare away every recruiter who reads your profile, you will probably have a hard time building your network as well.

The Reality of Using LinkedIn

Let’s face facts, recruiters tend to hunt for people who already have jobs. Saying you are “seeking” in the headline means a recruiter won’t even bother clicking on your profile from a search results page.

Second, it’s human nature to be concerned with our own problems, not others. The fact that you are seeking does nothing for me. You aren’t offering value to me. You are not giving me a reason to be excited about you. As a job seeker, you are one of millions.

Now that doesn’t mean you have to lie or hide the fact that you are indeed seeking work. It just means you have to spring it on people at the right time.

Are using your LinkedIn profile to change careers? Here’s where to share it!

Not in Your Headline!

You need to earn the right to get someone’s attention on LinkedIn. It’s not something you can take for granted.

Since the headline is pretty much the only snippet of information someone has on you when they are searching, or determining to connect back with you, your goal here is to get the click. Period.

Your headline should sell the click. That means make it clear what you can do for them. I want to see a quick job title, and then a very short statement of value. Let them know you understand their pain and their goals and that you can help them.

Here’s a headline from one of my trainers, Cara Lee, where she did just that:

Adult Educator, Speaker and Trainer Creating Experiential Learning to Maximize Learner Success

What does she do? “Adult educator,” i.e., teacher or instructor.

What problem does she solve? Boring classroom experiences.

So Where Do I Tell People I’m Seeking a New Job?

The easy answer is at the end of your LinkedIn profile summary. If someone has bothered to read until then, you’ve earned the right to ask.

After all, telling someone you’re “seeking” is a form of asking for help, isn’t it?

If you follow a profile summary format like this one, you’ll have positioned yourself as someone unique and valuable.

The call to action at the very end gives you a place to let the world know you need help, and here’s how someone can contact you.

For example, let’s say you follow my four-step formula for writing your summary. The last step, the call to action, can go something like this:

I’m looking for a medical instruments company at the cutting edge, where I can lead a sales territory and make a difference. If you are looking for someone with energy, creative problem-solving skills, and unstoppable sales ambition, please contact me at eyemawinner@gmail.com.

Tying It All Together

To summarize, don’t use your headline to say you’re looking to change careers; use the last sentence of your summary. Expert tip: when you make these updates to your profile, let LinkedIn broadcast them to your network. When you do it this way, you may find droves of people coming out and offering you their hand.

Readers, are you using your LinkedIn profile to change careers? Have you tried this approach? We’d love to hear how it has worked for you. Feel free to comment below.

Originally published as Using Your LinkedIn Profile to Change Careers.

3 Unconventional Tips for Finding Work Overseas

The following guest post is from Joshua WaldmanJoshua Waldman, author of JOB SEARCHING WITH SOCIAL MEDIA FOR DUMMIES. Joshua is the founder of Career Enlightenment which offers professional LinkedIn profile writing services and career advice for the modern job seeker.

This article first appeared on Ivy Exec last March 21, 2015.

If you were interviewing me for a job, you might notice the number of years I spent outside the United States.

In 2000, I worked in Kobe, Japan teaching Year 1 at a British school (thats kindergarten for you yanks) and English classes at night. From 2002-2004, I worked in Kathmandu, Nepal, selling solar panels, solar vaccine refrigerators and LED lighting systems to remote Himalayan villages.

In the first case, Japan, the only qualification for the job was that I could speak English (and put up with 25 adorable five-year olds for 6 hours a day).

In the later case, Nepal, I had to have sales and specialized technical skills to do the job.

The irony was that it was easier for the British school in Kobe to justify my position than it was for the Kathmandu company. There just weren’t that many Japanese English speakers competing for my job, and there were plenty of tech-savvy salespeople from Nepal perfectly qualified to do what I did.

The school got my work visa almost immediately, whereas the solar company had to jump through many hoops to get my work visa. Each company took on risk and expenses to make sure I could stay with them.

The main issue for most companies looking to hire foreigners is the visa issue. They need to justify to their government why they are hiring people from outside their direct economy.

Furthermore, multinational corporations like Deloitte or Citigroup find it much more affordable to hire locally and train talent, than it is to move someone from overseas and pay them a higher salary.

So for foreigners looking to work abroad professionally, and not for teaching English, they are competing against several powerful economic drivers, not to mention the inevitable culture clashes and communication problems.

Yet living and working abroad is still a very popular and appealing career move for many, in fact millions of Americans live overseas. Companies like GoingGlobal and World Education Services strive to provide services for adventure seeking professionals (like myself).

In a study by Manpower of 30,000 American professionals, 79% were willing to work abroad. Of those, 40% were willing to move permanently in pursuit of professional opportunities and new life experiences.

I recently asked my fellow career professionals on LinkedIn to provide their best advice for you, if you are looking for overseas work experience. Here’s what they came up with.

1- Make it Easy to Justify Hiring You

The company you want to work for needs to justify hiring you with their local government. Why hire you when they could hire someone locally?

If you can’t articulate at least one extra bonus that you bring to the table, you won’t have much chance. This could be a specialized skill, or a set of unique experiences that relate directly to the success of the organization.

LinkedIn has some tools you can use to help you identify those skills. Try looking up someone who does the job you want to do in the country you want to do it. Take a look at the Skills listed on their LinkedIn profile. Here’s another advanced technique for finding Skills.

Ruth Winden, a career coach specializing in international employment, told me that, “Relocating candidates (and potentially their spouse and family) is an enormously expensive undertaking for a company…Candidates from abroad need to clearly show the additional value they offer, so they can compete against local or national candidates.”

Offering a different strategy, career coach Hank Boyer, says, “The employer has to show that they could not fill the position with a citizen of that country, which may be very hard to do. So the advice to the job seeker is to look for jobs where you meet the qualifications and it is a hard-to-fill position in the country in which you want to work.”

2- Have Some International Experience

As an MBA who graduated from an international program out of Boston University, I know how difficult it can be working with people who don’t share your most basic working values.

Trying to get our group projects done was twice as hard as what culturally homogeneous groups had to go through. First we had to navigate our cultural differences before would could even start to tackle the business case. I confused silence for assent, rather than defiance. I thought yes meant yes. I thought being on time meant being 5 minutes early. I was the only one who had these particular set of assumptions which made decision making almost impossible.

If you’ve never worked with foreigners or had to adjust to a completely different culture over a long period of time, then your chances of failure at that job double or triple. And the company knows it.

If you can’t show a history of working abroad or with working with foreigners, you will probably need to volunteer in order to get that experience before you have a chance.

Maureen Farmer, a resume writer based out of Canada, told me that having your travel documents ready by the time you apply could help your job application. Not to mention having friends in your target company willing to recommend you!

Sharing her own experience working abroad, career counselor Tanya Maldonado said, “When I worked overseas (it was a developing island nation) I made the mistake of taking my American work attitude with me. Working in a culture where people said yes but really meant no. The different understanding of time, urgency, deadlines ended up frustrating me – not the locals. Know the culture is my advice.”

I would add to this. Have some kind of direct experience with that culture. Go there for a visit. Get involved with a local community of them. Reading Lonely Planet won’t prepare you.

3- Network into Your Target Country

All of my jobs overseas came from networking. All of them. The job in Japan came to me through a girl I was dating at the time. She emailed the head mistress who agreed to talk to me.

The job in Nepal came from a buddhist monk I was friends with, who introduced me to the business owner who happened to be one of his sponsors.

Cynthia Orme told me, “I have also lived and worked overseas for a number of years…My starting point was to connect with other professionals for networking. I learned much about that culture and the job market from doing that, as well as getting a job offer.”

Hiring from outside the country is probably the last thing on a recruiter’s mind…unless they are friends with a foreigner or have a role unfillable by locals. So get to know as many professionals in your target country as possible.

LinkedIn is increasingly becoming a global network, with most of its members outside the US. But it’s always a good idea to see if there’s another social network you can join to further boost your chances of meeting the right people. Here’s some research I did on the state of global professional social networks.

Thanks to my fellow Career Professionals for their insights:

Maureen Farmer

Hank Boyer

Ray Van Es

Ruth Winden

Tanya Maldonado

Cynthia Orme

How to Use LinkedIn to Get Calls From Recruiters

The following guest post is from Joshua WaldmanJoshua Waldman, author of JOB SEARCHING WITH SOCIAL MEDIA FOR DUMMIES. Joshua is the founder of Career Enlightenment which offers professional LinkedIn profile writing services and career advice for the modern job seeker.


This article first appeared on Simply Hired last February 25, 2015.

I was in my car, headed to a client meeting in the north part of Las Vegas when my phone rang.

An unknown number. Interesting.

“Hi. This is Scott from XYZ Solutions and we found your profile on LinkedIn. We’re looking to hire 5 new sales reps in the next month or so and wonder if you are open to other opportunities.”

This was the first of many such calls, all from different recruiters when I was working at Cisco back in 2007.

At that time my network size was about 300. I knew almost everyone in my network. And there were no recruiters in my first degree. LinkedIn was much smaller, I’d estimate their network wasn’t larger than 10 million (it’s 330 million today).

The draw for them was very simply that I work at Cisco. These recruiters were sourcing candidates from the big brands for their own contracts and relying on Cisco’s better judgment to help them determine who a good candidate might be.

The problem is that most people don’t work at big brands. So most people are missing out on this kind of easy attraction for recruiters.

Another problem is LinkedIn has gotten crowded, but many people haven’t adapted to the new situation.

If you would like to start receiving random phone calls from recruiters in your field, read on.

A Case for Adding As Many Recruiters in Your Network as Possible

If you are still rejecting invitations to connect, or you still feel that connecting with strangers is not the right way to use LinkedIn, please read my case for being more flexible with who you connect with.

Adding recruiters to your network does several interesting things.

First, understand that 93% of recruiters are using LinkedIn to source. That means they are actively running searching to fill roles.

Those search results show up in order of connection (no one knows for sure the secret algorithm used by LinkedIn, we know keyword density, keyword placement, number of recommendations, picture and degree of connection all play some role).

So just by having more recruiters in your network, you increase your chances of actually appearing on one of their search results pages.

Second, you are helping them with their jobs. When a recruiter gets assigned a role to fill, they will look at their database of A or B candidates. If that database is old, exhausted or just not in alignment with the current assignment, they will source for more.

The tool they use to fill those lists is LinkedIn.

So when you send a connection request to a recruiter, you have given them another name to add to their A list, which is their primary asset for doing their job.

Before you start inviting recruiters, make sure your profile is in good shape. Head on over to ProfileGrade.com to test your profile, then follow the steps to improve it.

How to Find Recruiters in Your Field

I got an email from a blog reader who told me that he has IT recruiters, Medical recruiters and Science recruiters in his network, but none in PR, Communications and Marketing.

How would he even begin to find the right recruiters to add? Here’s how.

  1. Open up the advanced people search feature on LinkedIn.

  2. Filter by location. This is a key variable. Make sure it’s where you want to work, not just where you live.

  3. Filter by industry, current company (if you are targeting).

  4. Add these keywords, try out “Recruiter” or “Talent Acquisition ” or “Sourcing”.

  5. Optionally, add role specific keywords like PR, or Communications and see how that affects search results.

For paid LinkedIn subscribers:

  1. Filter by “Interested in…Potential Employees”.

  2. Filter by Function…Human Resources.

  3. Join groups for recruiters and then filter your advanced search to include those groups.

In general, start off with as many filters and variables as you can. Then gradually lift them to grow your list size.

If nothing pops up, maybe recruiters in your industry don’t hang out on LinkedIn.

Tip: you can save your searches and come back to them later!

How to Add Recruiters

Once you have your list of recruiters from the previous step, connecting is really easy.

As much as LinkedIn says, “You should only connect with people you know.” Their features tell us that they actually want us to connect with as many people as possible. It only helps their share price!

Your second degree connections will look like this:

Just click on Connect, and the invitation with the boilerplate language is sent.

It will look like this:

For your third degree connections, you will have to take an extra step. Those will look like this:

In this case, click on the name of the person to open up their profile. Then click Connect from their profile to open up this window:

Here, you might modify the message to say something like this,

Hi Jean,

I noticed you are a recruiter in my industry. I’m open to new opportunities and thought it might be mutually beneficial if we connected.




Assuming that recruiters look at who’s viewed their profile on a regular basis, you can also use tools like LinkedIn Autopilot.

Autopilot “views” the profiles in a saved search at a rate you determine. The people whose profile it views might see you show up in their Who’s Viewed My Profile list. If they think you would be a good candidate, they will ask you to connect.

I’m curious how these techniques have worked for you. Please let me know if you tried it, and what happened in the comments below.

LinkedIn Power Users for a More Powerful Job Search

The following guest post is from Joshua WaldmanJoshua Waldman, author of JOB SEARCHING WITH SOCIAL MEDIA FOR DUMMIES. Joshua is the founder of Career Enlightenment which offers professional LinkedIn profile writing services and career advice for the modern job seeker.

Before we get started, I would like to apologize to Derek Weeks for the quality of the video. This was my first time recording a Skype conversation, so the video and audio aren’t great. Actually, by the end the voices don’t quite sync up. (Yes, I am a cheapskate and used the free trial version of Call Record, and yes, I did eventually pay the $20 for a license.)  :oops:

But for my readers, don’t let that fool you. The information Derek reveals is POWERFUL.

Derek Weeks is a hiring manager as well as a LinkedIn power user for over 5 years.

  • Over 750 REAL connections; he doesn’t play the numbers game
  • Over 40 REAL recommendations
  • Career success though connections made on LinkedIn
  • Member of elite group of LinkedIn users

From the video, you will learn the importance of having a simple, clear and short profile summary. A company gives your entire profile about 90 seconds — the first 30 seconds are spent reading your profile. If the profile isn’t compelling, the hiring manager doesn’t even bother with the rest of it.

He discusses a hugely powerful technique that will allow you to get in touch with your target company’s customer base so that you can add real value to your conversations during an interview. Imagine being able to say, “Well, I’ve had several conversations with your customers and they love your product features….”

He tells how he averted disaster by finding the dirty laundry on a company that wanted to hire him — thus avoiding a potentially career-killing move. This illustrates how important it is to find out if your target company is actually a fit for you.

Social Media Laziness and Other Ills

The following guest post is from Joshua WaldmanJoshua Waldman, author of JOB SEARCHING WITH SOCIAL MEDIA FOR DUMMIES. Joshua is the founder of Career Enlightenment which offers professional LinkedIn profile writing services and career advice for the modern job seeker.
joshua waldmanI was reading Chris Brogan‘s newsletter and really resonated with a paragraph of his about how using the same message across all social media platforms is just wrong. He didn’t spend much time on it, though, so I want to elaborate.

By the way, Chris Brogan is at the forefront of social media and internet marketing. He’s been blogging since 1998 and is considered by many to be one of the leading internet marketing gurus. Here is what he said that caught my eye:

I don’t like using a service like Ping.fm to send one message across multiple platforms. It’s lazy. It’s mechanical. And the platforms all have a different vibe.

First off, Ping.fm is a social media aggregation service. You input all your social media logins and then from a single interface, it sends out updates. A lot of people like this service because it seems efficient and a time saver. And it is.

But Chris’s problem with it stems from the way you interact with, say Facebook, which is totally different from how you would interact with a more formal community, such as LinkedIn.

As a job seeker, your asset is time. If you were blogging and marketing for a business, then Ping.fm and other shortcuts might make more sense. But you’ve got too much to lose by ignoring the rules set out by each platform. So, just as a frame of reference:

  • LinkedIn: The most professional outlet you have. ALL of your updates need to be professional and somewhat formal.  Generally, there needs to be a professional reason for you to connect with anyone here.
  • Facebook: More casual is okay. You can keep things personal. Just remember that a potential employer might get a glimpse if you aren’t paying attention to your settings. The rule of thumb is that Facebook friends should be friends, or have a good reason to connect.
  • Anyone can connect with anyone. There doesn’t need to be a reason or an introduction. A good rule of thumb is to tweet about personal (not too personal!) things about 80 to 90 percent of the time. The remaining 10 to 20 percent of your tweet material can be about what type of job you’re looking for or trying to reach out to certain companies.

If you did a blanket post on all of these, it would come across weird — you need to frame your content according to the style or format of the different media.

I have found a tool that doesn’t require blanket posting, but still allows you to aggregate your profiles. It’s called DandyID. I’m just getting started with it, and I love the analytics. I can see who is looking at which social media profile. This helps me focus my communication message on a specific platform.

Play around with it, or stick around and check for updates, because I’ll be reporting back to you on how I use it and whether it is worth signing up.

Let me know what you think of this post — or what you think of DandyID if you check it out! Your comments are always welcome, and useful for others.

45% of Employers Screen Job Candidates Online

Joshua WaldmanJoshua Waldman, author of JOB SEARCHING WITH SOCIAL MEDIA FOR DUMMIES, is the founder of Career Enlightenment which offers professional LinkedIn profile writing services and career advice for the modern job seeker.


There is no doubt that social media is changing the way we are communicating.

Polls, published on FastCompany put this trend into perspective for Job Seekers. Thank you CareerBuilder.com for running the surveys:

  • 45% of employers check social networks before hiring
  • 11% plan to use social networking sites for screening in the near future
  • 35% of companies had rejected a candidate based on information from a social-network profile
  • 14% rejected a candidate for using an emoticon ;-)

Here is a summary of why companies DID hire people based on their social media profiles:

  • 50% chose a candidate because the profile communicated a “good fit” and personality
  • 39% based on professional qualifications
  • 39% based on the creativity of the candidate

Lesson: Clean up your dirt online, keep it real, be creative.

The Essence of Job Searching with Social Media

Joshua WaldmanJoshua Waldman, author of JOB SEARCHING WITH SOCIAL MEDIA FOR DUMMIES, is the founder of Career Enlightenment which offers professional LinkedIn profile writing services and career advice for the modern job seeker.


Last night a light bulb went off during my hands-on 2 hr workshop.

The workshop started off as usual. Introductions. LinkedIn, personal branding ninja techniques, getting to Google’s first page. And just as we were about to get into Twitter…Time ran out!

I realized that I’m giving out A LOT of information. Way too much for just 2 hours. Instead of raising the price, or cutting the amount of content I’m giving away, I decided to make my 2 hr workshop 3 hrs.

I don’t know anyone else simply giving away so much powerful material for so little money. And I feel good about it because my goal is simple. Help you get jobs faster. End of story. And I’ll do that as long as I can.

Way Too Much to Do with Social Media

During one of our break-out sessions, an attendee asked me, “how much time do you spend in front of the computer?”

“What do you mean?”, I asked.

“Well, there is just so much to do on-line. All of the LinkedIn applications, branding and soon Twitter. I don’t want to be spending all day there when I should be in front of interviewers.”, she retorted.

I’m so glad she brought this up.

Remember, everything you are doing online…from LinkedIn, to Blogging to Twitter is for one end. And one end alone. To get to interviews.

There is no prize for the most pretty LinkedIn profile. Or the most well designed VisualCV.

I’d like to share my answer to her concern with you. Remember, this is the crux. The reason. The main and fundamental motivation for every job-seeking activity you do.

“Do only as much as you need to in order to get interviews. No more, no less. Even if you just do 1/3 of what we learned tonight, and if that is enough to get you interviews, then stop.”

I felt a collective sigh of relief from the group.

Maybe I can hear your sigh.

But here is my challenge. And I’d like your comments and feedback.

How can I effectively teach ALL of this material without overwhelming people. Without making them feel there is just so much to do? How can I better re-enforce the idea that we should only do as much as we have to to get interviews? That social media is just a tool and not an ends.

How can I help people overcome their fears and concerns about using this?

Please comment below if you have some thoughts.

When You Ring Your Bell, Someone Will Come

High_five_while_rock_climbing-1080x450The following guest blog is from Joshua Waldman, author of JOB SEARCHING WITH SOCIAL MEDIA FOR DUMMIES, and founder of Career Enlightenment which offers professional LinkedIn profile writing services and career advice for the modern job seeker.

(This article first appeared in the Indian publication me.inc.)

Sometimes it doesn’t feel right to mention your accomplishments. Or you know someone who brags and it bugs you. You need to find a happy medium to get ahead.

It’s 2006, I just graduated with my MBA and started my first big corporate job. I have my little cubicle and a handful of important sales accounts to manage. In many ways, I feel like the small fish in a big pond, so I mostly keep to myself. But pretty soon, I land a few big deals. Actually, for someone who’d just started, I am doing rather well.

One day, my boss calls me into his office. I open the door dread what is going to happen. I sit down on the hardwood chair and hold my breath. What he says to me has stuck with me ever since. He says, “There are over 50,000 people working at this company. You’ve been rather successful. But you won’t go anywhere hiding under your desk. From now on, I want to hear you talking about your wins with the team. Ring your bell. Is that clear?”

Since that conversation, I’ve moved to several jobs and even started a few of my own businesses. Each time, I hear his voice telling me to ring my bell. Let people know what I am capable of and how my skills can help them.

But I’m sure you have the friend who does nothing else but talk about themselves. I do. They don’t stay friends for long though. So I’m not telling you to brag. I’m not telling you to be self-obsessed. But when the opportunity comes to speak honestly about yourself, take it. Otherwise, how else are potential employers going to know what makes you unique?

How to ring your bell on LinkedIn

On LinkedIn, there are three key areas, your photo, your headline and your summary. Many people leave their summary blank because writing about yourself can be too difficult. Or, some people write these long biographies in their summary.

The Ladders, a popular US based job board did a study and found that recruiters spend about eight seconds on average on each online profile. They look at the image to see if it’s professional. They look at the headline to see if it matches any of the jobs they are recruiting for. And the remaining five seconds are spent on the summary.

The summary is where you can ring your bell. After all, personal branding is about what makes you uniquely qualified for the position you want. In your summary, answer the question, What Makes You the Best at What You Do?

For many, this can be an impossible question. We’re conditioned from an early age to not brag. If we bragged as kids, our parents told us to stop. Or maybe we held back in fear of alienating our friends. For me, I had friends who bragged and I vowed to not be as annoying as them.

But remember that there is a difference between bragging and telling someone honestly what makes you so good. I recall my grandmother’s words to me, since I was such a quiet kid, “Honey, you’re not good enough to be so modest”.

Here is an exercise to follow if you find yourself stuck.

Think of a time in your career that you were the most successful. It could be any time, at a job, in life, with friends, etc. Recall what happened as vividly as possible. Then ask yourself, “what did I do to make this a success”? What role did I play in the event’s successful outcome?

Here’s an example.

My client Stef couldn’t articulate what she is the best at. So she recalled a time when she helped a local chapter of a charity she belongs to go from ranking 150 to 15 in the country, for charitable donations.

I asked her what role she played in this. And her answer became the center of her personal brand. She said, “I had a goal of taking my chapter to number 1. I know we had the resources but lacked the organization. So I put together a plan and delegated the right people to execute the right parts of it. I held weekly status calls to keep them accountable, since they were just volunteers. Pretty soon, all of them were making their own decisions, without me. I was very proud.”

She took a failing volunteer organization and through sharing her vision and plan, turned it around completely. I would say that this is a skill many organizations would love to have.

Bell ringing on Twitter and Facebook

Twitter and Facebook, unlike LinkedIn, focus more on posts than on profiles, mirroring an actual networking situation.

If you rang your bell on every post, people would feel that you are indeed bragging. Consider the 80|10|10 rule for online postings.

80% of your posts should be conversational, including questions, observations, photos, quotes, and other original content.

10% of your posts should be reactions to other people, including comments, retweets, likes and interruptions.

10% of your posts can be self-promotional, including personal branding statements, statements about what you are looking for, something you accomplished or something nice someone else said about you.

Some guidelines for bell ringers

If you noticed from Stef’s story, it wasn’t really about her. It was about what she accomplished with her unique skills. The difference between bragging and telling someone what makes you the best is focus.

Here are some guidelines you can use to avoid bragging and do more bell ringing:

  1. Focus on how your skills accomplished something greater than yourself

  2. Have a story to back up your claims of greatness

  3. Be just as willing to talk about what other people did to help when asked

  4. Know when to ring your bell and when to stop

  5. Bell ringing is always about a promise of how you can do something similar for someone else, it adds value


Ring your bell to me

I’d love to hear what makes you the best at what you do. Are you feeling weird about sharing your successes? Do you have an annoying bragging friend? Feel free to share yours on the online version of this magazine. Or find me on Twitter or Facebook at:



Ready to “ring your bell” and the new year with a new job? Visit My.jobs today and search over 1 million jobs!

Facebook! Your Secret Weapon for Career Success

Did you know that employers are using Facebook to find new candidates and vet candidates who have already applied? Joshua Waldman, author of “Job Searching With Social Media For Dummies,” recently presented a webinar to help job seekers understand how to use Facebook to their advantage when searching for employment. Now, we’re excited to share the recording of this event with our readers:

Key Tips for Using Facebook for Your Job Search:

  • Review your privacy settings to protect yourself from negative implications while job searching.
  • Think about your audience when you post on Facebook, and don’t forget that you can adjust to limit the audience of who sees your updates.
  • Take advantage of the “View As” tool on Facebook to understand how a recruiter will see your Facebook profile.
  • Be sure to fill out your “About” section on your Facebook profile. Recruiters will look at it, so give them more!
  • Here’s a great tool put together by Social Jobs Partnership on using graph search as employer or job seeker: http://owl.li/DSL1O

What other tips would you recommend for job seekers looking to incorporate Facebook into their job search? Share your thoughts by commenting below! Ready to look for your next gig? Visit My.jobs and search over a million opportunities.

Watch Joshua Waldman’s exclusive video “3 Secrets to Getting Job Interviews by Next Week” to learn the 3 secrets no one wants you to know about getting hired in today’s job market. Joshua is the founder of Career Enlightenment which offers professional LinkedIn profile writing and job search services to colleges, WorkForce offices and re-entering veterans.

Optimizing your LinkedIn Headline, a Psychological Look

The following guest post is from Joshua Waldman, founder of Career Enlightenment which offers professional LinkedIn profile writing and job search services to colleges, WorkForce offices and re-entering veterans. Watch his exclusive video “3 Secrets to Getting Job Interviews by Next Week” to learn the 3 secrets no one wants you to know about getting hired in today’s job market. 

In the psychology of design, your LinkedIn headline is known as Caption Text, that is, any text that appears beneath or next to an image as if to explain it’s context.

Think about the last magazine you read. Your eye went to the picture, then the text below it looking for context.

It’s no wonder that eye tracking studies of people looking at LinkedIn profiles routinely show the headline as the #2 area just after the picture.

Furthermore, the headline is the only text presented next to your photo on a search results page. A good headline gets the click. A boring headline and the entire profile get’s ignored.

Despite the Headline’s relative importance, it amazes me how little time people devote to it.

Look. You have 120 characters to make a powerful first impression. Why not take full advantage of that opportunity.

If your headline is less than 100 characters, chances are you’re just using your job title.

I saw a headline once, “Senior Software Engineer | QA”. The guy lived in the San Francisco area. Do you want to guess how many other engineers he’s competing with for attention? Thousands.

Don’t commoditize yourself. You are more than your job title.

He might have added, “Enabling quality time to market products for 9 years” to show that he understands the business problem, time to market deadlines.

Here are some Headline writing guidelines:

  • Use up as much of those 120 characters as possible
  • Include your job title but…
  • add more than just your title, make your profile unique and interesting
  • Show you understand your target audience by mentioning a problem you solve

If you liked this post, join us for a free one-hour webinar, 3 Secrets to Getting Hired Using LinkedIn, featuring Career Enlightenment’s Joshua Waldman on Tuesday, May 20 from 2:00 PM – 3:00 PM EDT. Learn more and register now!

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